Developing a people strategy helps clarify roles, attract and retain top talent, and get everyone aligned.
Why might you need this:
Your organisation has grown ‘organically’ up to this point.
Roles and responsibilities have evolved, and you want to give people more clarity on what is expected of their role (or they have asked for more clarity).
You don’t have a dedicated person in-house to spend time on this.
You want to make sure you are doing everything you can for your people, and you want to keep and attract the best talent.
What it is:
We know that the idea of creating a people strategy can feel daunting and a bit corporate.
Let’s go back to why a people strategy matters. It’s your plan for attracting, retaining and developing your people to deliver your goals. It’s how you will grow and succeed.
How we do it:
Scoping and defining what you want to achieve with your people strategy.
Reviewing any existing data that supports the development of the people strategy.
Gathering data / input from individuals on what they want to see – this will help it to have impact.
Attract and Onboard: Finding great people and helping them hit the ground running
Engage and Belong: Creating a culture where people feel valued, included and connected
Perform and Progress: Making expectations clear and supporting growth and accountability
Lead and Retain: Equipping managers to lead well and helping people stay and grow
Identification of key actions and activities needed to deliver the strategy.
Your organisation has grown ‘organically’ up to this point.
Roles and responsibilities have evolved, and you want to give people more clarity on what is expected of their role (or they have asked for more clarity).
You don’t have a dedicated person in-house to spend time on this.
You want to make sure you are doing everything you can for your people, and you want to keep and attract the best talent.
We know that the idea of creating a people strategy can feel daunting and a bit corporate.
Let’s go back to why a people strategy matters. It’s your plan for attracting, retaining and developing your people to deliver your goals. It’s how you will grow and succeed.
Scoping and defining what you want to achieve with your people strategy.
Reviewing any existing data that supports the development of the people strategy.
Gathering data / input from individuals on what they want to see – this will help it to have impact.
Attract and Onboard: Finding great people and helping them hit the ground running
Engage and Belong: Creating a culture where people feel valued, included and connected
Perform and Progress: Making expectations clear and supporting growth and accountability
Lead and Retain: Equipping managers to lead well and helping people stay and grow
Identification of key actions and activities needed to deliver the strategy.
People health check
A people health check helps you review how your organisation supports and develops your people. It identifies strengths and risks, so that you can take action to improve.
Why might you need this:
You have started some people initiatives, but they are not having the impact you need them to.
You don’t know where to focus your time when it comes to the people side of your business.
You might have lost key individuals recently and want to improve retention.
You are struggling to recruit.
There are signs that engagement might have dropped, and you want to understand why and what you can do about it.
What it is:
It is an opportunity to take a step back and do a full review of your organisation’s people activities. You will come away with a clear view of where your strengths and your risk areas are.
It usually covers these areas (but can of course be adapted as needed):
Attraction, recruitment and onboarding
Inclusive engagement
Development, progression and retention
How we do it:
Here’s the indicative steps we’d go through:
We will come and spend time in your organisation with you and your team.
Will find out what information already exists, and then, working collaboratively with you, gather additional insights to get under the skin of what you do, how you do it and the impact it has.
We will then meet to take you through the findings and our recommendations.
You have started some people initiatives, but they are not having the impact you need them to.
You don’t know where to focus your time when it comes to the people side of your business.
You might have lost key individuals recently and want to improve retention.
You are struggling to recruit.
There are signs that engagement might have dropped, and you want to understand why and what you can do about it.
It is an opportunity to take a step back and do a full review of your organisation’s people activities. You will come away with a clear view of where your strengths and your risk areas are.
It usually covers these areas (but can of course be adapted as needed):
Attraction, recruitment and onboarding
Inclusive engagement
Development, progression and retention
Here’s the indicative steps we’d go through:
We will come and spend time in your organisation with you and your team.
Will find out what information already exists, and then, working collaboratively with you, gather additional insights to get under the skin of what you do, how you do it and the impact it has.
We will then meet to take you through the findings and our recommendations.
